Job Listings, Candidates and Clients

Jobs come from the ATS

Vacancies live in your applicant tracking system. Publishing them to the website should be automatic, and closing them should be too.

A job still advertised three weeks after it was filled generates applications you have to reject and damages your credibility with candidates.

Applying must be trivial on a phone

1. Upload a CV and give a name and contact — that is enough to start
2. No account creation before applying
3. No twenty-field form
4. Confirmation immediately, with what happens next

Every additional field costs applications. The screening can happen after they have applied.

Job pages need to answer the real questions

• Salary — a real figure or range, not “competitive”
• Location, and whether remote or hybrid is genuinely available
• What the role actually involves, in plain language
• The type of business, even if unnamed
• The process and rough timescale

Serve clients too

Client-facing content — sectors, fees, terms, process, guarantee — is usually thin on recruitment sites because the job listings dominate.

Give clients their own clear route with real information. Those enquiries are worth considerably more.

Candidate experience is your reputation

Acknowledgement of every application, and a status update even when the answer is no. It costs little and it is the thing candidates talk about.

Most of it can be automated from the ATS, which is the argument for the integration.

Frequently asked questions